Hiring a foreign caregiver in Canada often requires a Labour Market Impact Assessment (LMIA). One of the most important steps in this process is meeting the advertising and recruitment requirements set by Employment and Social Development Canada (ESDC).
If you’re an employer planning to hire a caregiver, here’s what you need to know about the LMIA job advertising rules in 2025.
1. Why Advertising Matters
The purpose of advertising is to show that the employer made genuine efforts to hire Canadians or permanent residents first. Only if no qualified local workers are available can an employer move forward with hiring a foreign caregiver under an LMIA.
2. Minimum Advertising Requirements
When applying for an LMIA for a caregiver, employers must:
- Advertise on the Government of Canada’s Job Bank.
- Use at least two additional recruitment methods that are consistent with the occupation. These can include:
- Online job boards.
- Local newspapers or community bulletin boards.
- Recruitment through professional associations.
3. Duration of Advertising
- Each job must be advertised for at least four consecutive weeks.
- Advertising must take place within the three months before submitting the LMIA application.
4. Job Advertisement Content
To be valid, advertisements must include:
- Company name (or household employer name).
- Job title and duties that match the caregiver’s NOC description.
- Wage offered, which must meet or exceed the median wage in the province/territory.
- Location of work (city/town).
- Terms of employment (full-time, live-in/live-out, permanent/temporary).
- Skills and education required.
5. Proof of Recruitment
Employers must keep detailed records of their recruitment efforts, such as:
- Copies of job postings.
- Screenshots of online ads.
- Invoices or receipts for paid advertisements.
- The number of applicants received and reasons for not hiring Canadians.
These records may be requested during the LMIA review.
6. Exceptions and Notes
- Some recruitment exemptions apply under Global Talent Stream, but these generally do not cover caregivers.
- Employers hiring for short-term or urgent caregiver needs must still show compliance with recruitment requirements.
- Failure to meet advertising rules is one of the top reasons LMIA applications are refused.
Key Takeaways
- Advertising is a mandatory step in hiring a foreign caregiver with an LMIA.
- Employers must post the job on Job Bank plus two other methods.
- Ads must run for four weeks and include all essential job details.
- Keeping proof of recruitment is critical for LMIA approval.
👉 Employers who carefully follow these advertising requirements improve their chances of securing a positive LMIA and successfully hiring a foreign caregiver.